What we focus on will grow, but are the rewards commensurate with the time, energy and other forms of capital invested? When stakes are high, are your workplace investments yielding the results you need? Do your people have the analytics to guide decisions with sound cost-benefit business logic and appropriate risk-taking?
Change initiatives that don’t shift behavior amount to nothing more than diversion. How can you effectively measure, optimize and sustain the value of such interventions?
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What are the barriers standing in the way of effective alignment and collaboration? Are they structural, data-driven, cultural, or interpersonal? What are the incentive and feedback systems for working together to align functional areas around strategic imperatives?
Before effective innovation, alignment and collaboration initiatives can become the new normal, many of us must “unlearn” prior automatic, knee-jerk responses. Differences in styles, values, priorities, interpretations or goals, can appear as obstacles to push through or ignore. Instead, provide tools to use differences toward lasting value. This capacity to learn and innovate becomes a key competitive advantage.
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Commitment is a result, not a cause. You cannot legislate, force, coerce or otherwise require commitment. It is “self-generated” … thus tricky to obtain unilaterally. But leaders can grow more commitment as easily as the opposite — disenfranchise or marginalize otherwise great contributors. We change by choice.
At times, do you find that agreements made are not kept and there seems to be no genuine accountability, … a willingness to accept responsibility no matter what the circumstances? Leaders can unintentionally cause others to do the minimum amount of work expected of them. Instead, inspire them to perform to their true capabilities.
